Wednesday, July 27, 2011

Don’t Let Your Dream Vacation Home Become A Tax Nightmare. Plan Ahead.

Owning a recreational property is a very commonly stated objective in many Canadian Families’ Financial Plan. Most vacation properties are located in Canada or the United States, however in recent years we have noticed an increase in the number of home purchases being made further abroad. Regardless of where you have decided to buy recreational property there are tax implications when it comes time to sell, transfer, or bequeath your recreational property. If you derive rental income from the property things get even more complex. By exercising some due diligence prior to making your dream purchase, you have the opportunity to realize some significant tax planning advantages.

Prior to beginning your search for the perfect property it is important to identify the use cycle of the property. What I am referring to is how will you be using the property and do you intend to dispose of the property at some point in the future? Most people buy a vacation home for

  • Rental purposes
  • Combination of personal use and periodic or seasonal rentals
  • Personal use with a long term hold plan.

Is the property something you want to sell upon the attainment of some goal such as retirement or your children graduating from school? The Planning implications for each need to be taken into account in order to maximize your tax planning advantages. My hope is that by providing you with an overview of the types of tax issues and strategies worth consideration, it will stimulate awareness and motivate you to do some prudent tax and estate planning. The benefits of tax and estate planning will be apparent when you dispose of the property. This occurs when you choose to sell the property or when you pass away.

1-Selling the Property during your lifetime- In Canada you are able to apply your principal residence exemption to the sale of your principal residence in order to shelter the gains from taxation. However there is no such exemption on secondary properties. As such there may be taxation on the capital gains realized upon the sale of your recreational property. Depending on your circumstances there may be an opportunity to minimize taxes by designating one of your two properties as your principle residence for tax purposes. For properties located abroad it is important to understand the implications of selling your property. It is a common requirement that you report the loss or gain from the sale of your foreign property on your Canadian tax return as well as to the foreign country’s tax department. Since tax laws, regulations and filing forms vary greatly from one country to the next it is important to speak with an account who is skilled in foreign tax matters prior to making your purchase.

2-Death and Bequeathing the property- Many people want to pass the family cottage on to the next generation for their children and grandchildren to enjoy after their passing. Upon death your property may be subject to probate and capital gains tax. Regardless of if you actually sell your property or not, there is a deemed disposition on your assets upon death which can have a substantial financial impact on your estate. Often we see that the property has to be disposed of in order to settle the tax liability of the estate, thereby thwarting your dream of leaving the cottage to the kids. This unwanted result can be avoided with some relatively basic planning. Below I have outlined 3 of the more common strategies used;

a)Own property as Joint Tenant- In order to avoid the property forming the assets of the estate and being subject to probate, some individuals choose to register the property in joint names or joint tenancy with their child. If one owner dies, their equity in the property automatically transfers to the surviving owner outside of the estate and therefore avoids probate tax. One of the major drawbacks to this strategy is that the original owner will be giving up some form of control of the property to the joint owner. There are other serious implications to owning a property as joint tenants as well that should be carefully considered before structuring ownership of the property.

b)Use Life Insurance to pay the taxes-One of the most cost effective ways to pay the capital gains tax on a property upon death is to use the tax free proceeds of a life insurance policy to settle the liability. Depending on your age, medical condition, and financial position, it is reasonably simple to run a projection of the expected tax liability on the disposition of the recreational property upon death. A life Insurance policy is then put in force on the life of the owner for the projected amount of taxes due. When the owner dies the life insurance policy will provide the estate with the liquid capital necessary to pay the tax bill on the cottage. It can then be transferred from the estate to the beneficiaries as intended. It is not uncommon for the beneficiaries to carry the cost of the insurance policy as it is ultimately for their benefit and not that of the current owner.

c)Holding the property in a trust- Another strategy that is commonly used is owning the property in some form of trust. This allows you to maintain full control over the property through the trust (unlike registering the property as joint tenants). Your children could be named as beneficiaries of the trust and as such would inheret the assets within the trust upon your death. Any future capital gains would be deferred until your beneficiaries ultimately sell the property.

For homes that are located abroad you must take into consideration both Canadian Tax implications as well as the tax implications for the country in which the home is located. Furthermore it is important to understand how property ownership works in a foreign country. It is recommended that when making a vacation property purchase abroad that you use a local Real Estate Lawyer familiar with the area to research details such as

  • Local Zoning and Building Restrictions and Opportunities
  • Municipal Taxes/service fees
  • Property Management details
  • HOA/Strata Fees associated with the property/development
  • Any other concerns you may have.

As with any tax planning, it is important that you obtain customized advice for your own situation from a professionally qualified accountant, estate planning lawyer and financial planner. As tax, legal, and estate planning issues are frequently intertwined it is important that your financial plan take all these issues into consideration. As part of a planning team we at Bumstead Financial Services offer our clients access to a wide range of estate and financial planning experts. If you have any questions or concerns or would like to arrange a discovery meeting with an advisor, then please don’t hesitate to contact us at info@bumsteadfinancial.com


Tuesday, July 12, 2011

INTEGRATING EMPLOYER OFFERED GROUP SAVINGS WITH YOUR FINANCIAL PLAN - PART 6 / 6



Group Savings (RRSP/Pensions)

A growing trend among employers has been to shift the liability for their employees retirement off the corporate balance sheet and back onto the individual employee.  This has resulted in a growing number of employers getting rid of traditional defined Benefit Pension Plans in favour of Group Registered Retirement Savings Programs.  

Commonly we see the employer matching all or a portion of the employees contribution amount into the plan.
-Individual is responsible for selecting and managing their own funds
-Rarely given any guidance with regards to asset allocation, budgeting and identifying objectives.
-Somewhat limited investment selection.

Solution:  We usually recommend to our clients that they contribute into their group plan the amount that will maximize their employers contributions to their plan.  Excess contributions are made into their own personal Savings plan to allow them to properly diversify.  Furthermore we integrate our clients holdings at work into their personal financial plan which allows us to make fund recommendations for both personal and group holdings as well as being subject to annual review and re balancing.

Pension Plan: Even though fewer employers are now offering pension plans they still exist amongst government departments and large corporations.  These Pension plans are only one source of future income for you in retirement.  As such they need to be taken into account within the broader context of your financial plan.  The assets that you invest personally over and above your pension contributions should complement the defined retirement benefit you are entitled to receive.  By integrating these benefits into your personal financial plan we are able to make recommendations based on your entire financial outlook and not just one specific holding or product.

INTEGRATING EMPLOYER OFFERED CRITICAL ILLNESS INSURANCE WITH YOUR FINANCIAL PLAN - PART 5 / 6



Existing Gaps in Group Critical Illness plans
  • Limited covered conditions with more restrictive definitions.
  • Limited coverage amounts (without additional underwriting)
  • When your employment terminates so does your coverage.
  • Non-guaranteed rates
Solution:  An individual Critical Illness plan is often needed to increase the amount of coverage for an individual as well as allow that individual to have coverage regardless of their employment situation.  Rates are guaranteed on these policies and there is much more flexibility with regards to cost structure. Generally the definitions for the diagnosis of a critical illness are more favourable and there are a greater number of covered conditions. Riders such as Return of Premium can be added on as well. The impact of a critical illness on your family must be weighed within the context of your overall financial situation.  Working with an advisor allows you to integrate your work coverage into your overall risk management strategy.  Making sure there are no concerns that go unaddressed.

INTEGRATING EMPLOYER OFFERED DISABILITY INSURANCE WITH YOUR FINANCIAL PLAN - PART 4 / 6



Existing Gaps in Coverage for Group Disability Plans
  • Low earnings coverage (without additional medical underwriting)
  • ”Any occupation” definition of Disability after 2 years.
  • Coverage terminates when your employment is terminated, your retire, or your employer discontinues the group benefits program.
  • Non-guaranteed rates.
Solution-  Get an individual Disability Plan that will allow you to “top up” your existing group disability plan.  This will provide you with a plan that stays with you no matter where you are employed and will insure a higher percentage of your lost earnings.  Furthermore you are able to customize your personal disability plan to cover your specific occupation, account for inflation, return premium if there are no claims on the policy.  Looking at the risk of Disability within the context of the total impact to your family will allow us to help you determine if your coverage through work is sufficient or if there are additional risks that need to be addressed.

INTEGRATING EMPLOYER OFFERED DENTAL BENEFITS WITH YOUR FINANCIAL PLAN - PART 3 / 6


Dental

Due to the high cost of dental work this tends to be one of the most used portions of a group benefits program. Dental Coverage is usually broken down into 2 categories.  Basic teeth cleaning and maintenance) and Major(requires dental surgery). Important information to note is the co insurance rates for basic and major as well as deductibles and annual coverage maximums.  Most plans provide for a cleaning every 6 months.  

Again it is possible to increase your coverage amounts by integrating with your spouse’s plan.  Much like extended medical this coverage is usually sufficient for most individuals and families and no additional coverage is required.  Any amounts that are not covered by the plan will be paid for out of pocket by the family or individual.  There are some options for making those expenses tax deductible as a business expense if you qualify.

INTEGRATING EMPLOYER EXTENDED MEDICAL WITH YOUR FINANCIAL PLAN - PART 2 / 6



Extended Medical

Each of us is covered under our basic provincial health plan for the base coverage . In British Columbia it is referred to as MSP (Medical Services Plan) There is mandatory participation in the plan by all residents of the province.  Some employers will cover this cost for their employee and some will not.  In the case of adding a spouse to a plan make sure to fill out the appropriate provincial health plan forms in addition to your employer sponsored plan forms. Extended medical complements your provincial coverage by covering costs and services over and above what the provincial plan will cover.  A common example would be upgrading to a semi private or private hospital room or using the services of a message therapist. Services offered and coverage limits are chosen by the employer upon plan setup and are pretty straight forward.

It is fairly common to come across a family where both spouses have their own group benefits program through work.  The entitlements in each plan will almost certainly differ in their coverage amounts and types, deductibles, co insurance rates and definitions.  It is important to come up with a strategy to maximize the amount of coverage provided for the family through each respective plan.  This is particularly important where plan members are able to customize their coverage by focusing on the parts of the plan they use most.

Friday, July 8, 2011

INTEGRATING EMPLOYER OFFERED GROUP BENEFITS WITH YOUR FINANCIAL PLAN - PART 1 / 6



When creating a financial plan for our clients it is important to take into consideration all benefits and options available to them. Clients often have some form of group benefits package offered through their employer. Although these benefits form a great foundation for coverages and savings, they often leave a shortfall with regards to options and plan maximums. By looking at your group benefits within the context of your overall financial plan you are better able to identify the existing gaps in coverage and risks to achieving your objectives.  In this video series I am going to outline the typical offerings available through most employee benefits programs as well as the shortfalls that exist within each.  I will also discuss which products to integrate into your personal financial plan in order to cover the gaps.

Although Group Benefits programs can vary greatly from one company to the next, most group programs contain all or a portion of the following coverages;
  • Basic Life Insurance for you/ spouse and dependents
  • Extended Medical 
  • Dental 
  • Disability 
  • Critical Illness
  • Group Savings

Wednesday, June 29, 2011

CALCULATING YOUR LIFE INSURANCE NEEDS IN 3 EASY STEPS!



Determining how much Life Insurance you may need doesn’t have to be complicated.  This video will help you find out how much Insurance protection you require today to protect your loved ones in THREE EASY STEPS:


Step 1:  Identify your current Debts and Financial Needs
Step 2:  Determine your future Financial Needs
Step 3:  Deduct the portion to be recovered by your Assets and Financial Resources.


1  +  2  –  3 = YOUR LIFE INSURANCE NEEDS

I’m now going to take a moment and breakdown each step in a little more detail.
Step 1:  Identify your Current Debts and Financial Needs
  1. Mortgage
  2. Loans (Auto, Credit Cards, Personal Loans and Lines of Credit, etc)
  3. Final Expenses (Potential Probate Fees, Executor Fees, and Funeral)
Step 2:  Determine your Future Financial Needs
  1.  Emergency Fund – (Generally 3 times your monthly income)
  2. Child care expenses – (If any)
  3. Education Fund
  4. Income replacement Needs for your Survivors
Step 3:  Deduct your Existing Assets and Financial Resources
  1. Cash and Savings
  2. Stocks, Bonds , and Investment Funds
  3. RRSP’s, TFSA’s
  4. Real Estate Total Existing Life Insurance
  5. Other Death Benefits (Canada Pension Plan, etc)